A STUDY ON THE PROCESS OF INTERNAL AND

EXTERNAL RECRUITMENT AND RETAINMENT OF THE

EMPLOYEES IN NOKIA SIEMENS NETWORK

SUBMITED IN PRACTICAL FULFILLMENT OF THE

REQUIREMENT OF THE AWARD OF THE DEGREE OF

MASTER OF BUISNESS ADMINISTRATION

CHAPTER 1
•INTRODUCTION
1.1 INTRODUCTION TO HUMAN RESOURCE

Human resources is a term with which many organizations

describe the combination of traditionally administrative personnel
functions with performance, Employee Relations and resource
planning. The field draws upon concepts developed in
Industrial/Organizational Psychology. Human resources have at
least two related interpretations depending on context.
Human resource management serves these key functions:

1. Selection
2. Training and Development
3. Performance Evaluation and Management
4. Promotions
5. Redundancy
6. Industrial and Employee Relations
7. Record keeping of all personal data.
8. Compensation, pensions, bonuses etc in liaison with Payroll
9. Confidential advice to internal 'customers' in relation to problems
at work.
10. Career development
RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

i.e. the needs arising from changes in organization and

retirement policy

ANTICIPATED

Anticipated needs are those movements in personnel, which

an organization can predict by studying trends in internal and
external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected

needs.
1.4 Scope of the study:

To determine the present and future requirements of the organization on

conjunction with its personnel-planning and job analysis activities.

• To increase the pool of job candidates at minimum cost.

• To help increase the success rate of the selection process by reducing the
number of visibly under qualified or overqualified job applicants.
• To help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
• To meet the organization’s legal and social obligations regarding the
composition of its work force.
• To begin identifying and preparing potential job applicants who will be
appropriate candidates.
• To increase organizational and individual effectiveness in the short term and
long term.
• To evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
The main objective of the project is
 To understand and study the recruitment and
retainment process in the organization
 To know how the organization recruit employees
 To study what are the sources of recruitment in the
organization
 To study what are the test the organization conduct
 To study how the organization retain the employees
HR function is very important in every organization. It
helps the organization to manage not only
the people of the organization but to manage all the
working processes in it also. HR management function that
helps managers to recruit, select, train and retain members
for an organization.
CHAPTER: 2
Company profile
CHAPTER: 3
RECRUITMENT PROCESS
 3.2 RECRUITMENT PROCESS
Recruitment refers to the process of
identifying and attracting job seekers so as to build
a pool of qualified job applicants. The process
comprises five interrelated stages, viz,
• Planning.
• Strategy development.
• Searching.
• Screening.
• Evaluation and control .
 3.4 Sources of
Recruitment
SOURCES OF MANAGERIAL
RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
(Advertisement) & private employment exchanges
4) Retirement 4) Deputation of personnel or transfer
from one enterprise to another
5) Recall 5) Management training schemes
6) Former employees 6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources
 1 SELECTION
PROCESS
External Environment

Internal Environment

Preliminary Interview

Selection Tests

Job Offer
R Employment Interview
ej
e Employment Contract
ct Reference and Background
e Analysis
d
A Evaluation
p Selection Decision
pl
ic
at
io Physical Examination
n
STEP 1: -
PRELIMINARY INTERVIEW
.
STEP 2: -
SELECTION TEST:
The following are the type of tests taken:
1). Ability tests: -
Forms of aptitude test:
•Mental or intelligence tests:
.
•Mechanical aptitude tests:

•Psychomotor or skills tests:

•Intelligence test:
•Interest Test:
•Personality Test:
•Projective Test:
•General knowledge Test:
.
•Perception Test:
•Graphology Test:
•Polygraph Test:
.
• Medical Test:
 • Types of interview: -

•Informal Interview:
.Formal Interview:

•Non-directive Interview:

•Depth Interview:

•Stress Interview:
•Group Interview:
•Panel Interview:
•Sequential Interview:
•structures Interview:

• Unstructured Interview:
• Mixed Interview:

• Impromptu Interviews:
• Dinner Interviews:
STEP 4: -
REFERENCE CHECK:-
STEP 5: -
SELECTION DECISION:-
STEP 6: -
PHYSICAL EXAMINATION: -
.
STEP 7: -
JOB OFFER: -
STEP 8: -
CONTRACT OF EMPLOYMENT: -
.
STEP 9: -
CONCLUDING THE SELECTION PROCESS: -
it.
STEP 10: -
EVALUATION OF SELECTION PROGRAMME: -
Retention:
To retain the employees is very
important in the organisation if the
employees star to leave the organisation then
it’s a heavy loss for the organisation so it is
essential to retain them in the organisation to
mke the employee retain the organisation
must provide a good welfare activities so that
the organisation can make the employee
retain in the organisation
Importance Of Employee Retention

Now that so much is being done by organizations to retain its employees,

Why is retention so important? Is it just to reduce the turnover costs? Well, the
answer is a definite no. It’s not only the cost incurred by a company that
emphasizes the need of retaining employees but also the need to retain talented
employees from getting poached.
The process of employee retention will benefit an organization in the following
ways:
•The Cost of Turnover:

•Loss of Company Knowledge:

•Interruption of Customer Service:

•Turnover leads to more turnovers:
•Goodwill of the company:
•Regaining efficiency:
CHAPTER:4
RESEARCH METHODOLOGY
4.1 TYPE OF PROJECT
(Explanation is required. Pls follow the format)

Type of research design – Descriptive research design

Type of Data – Primary Data – opinion survey
Secondary Data – from office record
Data Collection – Personally administered closed
ended questionnaire.
Type of Hypothesis – Null & Alternative hypothesis
Type of Significance test – Parametric one sample test
(Chi – square test)
Method of measurement scale – Summated is like rating

Proposed sampling method – Probability, unrestricted or simple

random sampling method.
Sample size – Give the no. of respondents
TARGET RESPONDENTS
50 employees who are in the grade of operators in Smt and quality
Process: Methodology or process involving in the Research followed during the course of
summer training is as follows: -
•Collection of data : -
This is an important aspect in formulating the objective of research process
Where the data is collected via two processes: -
i) Primary Sources and ii) Secondary sources
i) Primary sources:
ii) Secondary sourcestc,
•Analyzing of collected data: -
The data collected through market survey and published sources is
then processed to obtained necessary inferences and findings for the purpose of achieving the
objective as well as to derive necessary
conclusion. A considerable skill and knowledge is involved in analyzing the data for the purpose
of interpreting thereof.
•Interpreting of data : -
it is the significant step here the data collected and analyzed is
interpreted in the forms of graphs and figures is depicted in the report called Project report.
d) Summarizing of data : -
Thereby necessary summary is prepared which is essential in the
project report of the summer training being done
under an organization.
Helpful Arms of Research Methodology: -
Questionnaire is a set or group of questions being framed for the
purpose of obtaining market perspective about a particular aspect or
topic. There are two types questionnaire bing carried necessary for the
market survey of the summer training being undertaken and put for the
by the trainee to the sample people taken as a base for entire population:
•Open ended Questionnaire : -
where The people (also called respondents) are required freedom to
present their views and suggestions for the benefits and success of the
organization.
b) Close ended questionnaire : -
Where the respondents is limited to the choice of answer being
delivered by the interviewer itself so that quick and fast means of
responses be derived out without wasting much time. Here close ended
questionnaire being followed by me during the course of the summer
training market survey.
 Sampling: -
Sampling is a process of obtaining a number of individuals taken
a base for the entire population since entire population cannot be asked
about the necessary objective upon which a questionnaire is put forth
needed for the responses to be derived for the purpose of generation of
facts and customer view point regarding their perception of particular
product or services.
There are two type of sampling – i) Random Sampling and ii)
Systematic sampling.
i) Random sampling: -

Random sampling is a process of selecting the sample size

randomly and no choice or preference to be made about the selection of
respondents for the market survey and questionnaire to be put forth
against him. Here, Random sampling being adopted by me.
ii) Systematic sampling:
- it is a sampling where the limited number of selected responded is
figured out based on some criteria so that only those respondents can be
asked for the purpose of filing questionnaire. Sample Size:50 out of 500
 CHAPTER: 5
DATA ANALYSIS AND INTERPRETATION
 5.2 PERCENTAGE ANALYSIS
PART –I
•AGE WISE RESPONDENTS
TABLE -1
INTERPRETATION
85% of the employees are young

AGE NUMBER OF PERCENTA

LIMITS PERSONS GE
20-25 25 50
26-30 20 40
ABOVE 30 5 10
TOTAL 50 100
TABLE-2
GENDER WISE RESPONDENT

INTERPRETATION
full interpretation of the table
60% of the employee is male

GENDER NUMBER OF PERCENTAGE

PERSONS
MALE 30 60
FEMALE 20 40
TOTAL 50 100
 1. How long are you working in this organisation?

Analysis:
Less than 6 months = 30%
Greater than 1 yr = 20%
Inference:
From the above chart we can conclude that only 20% of the employees are
working for more than one year and the others are less than sis months thus we can conclude that the recruitment process is good
for this year
 2. Why did you quit your previous company?

Analysis:
a)No better use of job skills =22%
b) No increase in salary= 20%
c) No promotion=26%
d) Far from home=16%
e) Work schedule heavy = 14%
f) Not applicable = 2%
Infrence:
The above graph says that many employees came out of their
previous organisation due to their less promotion and no better use of job skills
3.why did you choose this organisation?

Analysis:
a) Better use of job skills = 18
b) Increase in salary = 26
c) Promotion = 20
d) Closer to home = 18
e) Flexible work schedule = 18
Inference:
From the above graph we can conclude that the employees prefer the job in Nokia Siemens due
to the reason of increase in salary and they also get promotion for the sake of these things they
prefer Nokia Siemens
4. By what source of recruitment you entered this Organisation?

Analysis:
a) Advertisement =26%
b) Outsource =20%
c) Walk-in =38%
d) Reference =14%
Inference:
From the above chart we can conclude that the organisation recruit employees through
walk in and the next source is through advertisement
 5. Are you satisfied with the recruitment process of your company?

Analysis:
a) Yes =78%
b) No =22%
Inference:
From the above chart we can see that 60% of the employees are
satisfied with the recruitment process of the organisation thus we can conclude
that the organisation recruitment policy is good and satisfactory when compared
to other organisation
 6. Did you receive adequate orientation in your department?

Analysis:
a) Yes = 80%
b) No =20%
Inference:
From the above chart we can see that 80% of the
employees agree with the orientation program given by their department
thus we can conclude that The organisation has got good orientation
program for the employees
 7. How did you feel about your pay?

Analysis:
a) Excellent =42%
b) Above average =30%
c) Average =26%
d) Below average =20%
e) Poor =0%
Inference:
From the above char we can see 42% of the employees feel that the pay in the company is excellent
and thus we can conclude by saying that the employees of the organisation is been satisfied with the pay
 8. Are you satisfied with your organisation salary increment policy?

Analysis:
a) Yes =72%
b) No =28%
Inference:
From the above chart we can see that 70% of the
employees says that they are satisfied with the salary increment policy of the
organisation thus we can conclude that the organisation has good salary
increment policy for the employees
9. Are you satisfied with the training procedure given in the organisation?

Analysis:
a) Yes =52%
b) No=48%
Inference:
From the above chat we can see that 52% of the
employees say they get good training programs but the other 48%
says that they don’t get a good training program thus we can
conclude that the training department of the organisation do not
satisfy all the prople in the organisation
 10. Are you satisfied with your promotion activities in your organisation?

Analysis:
a) Yes =62%
b) No =38%
Inference:
From the above graph we can conclude that 62% of the employees are satisfied
with the promotion activities of the organisation and thus we can conclude that the organisation has a
good promotion activates
 11. Are you comfortable with the working environment?

Analysis:
a) Yes =68%
b) No =32%
Inference:
From the above chart we can see that 68% of the employees
are comfortable with the working environment of the organisation and
thus we can conclude that many employees are comfortable thus it is said
that the organisation provide a good and comfortable environment
conditions
12. How did you feel about your benefits?

Analysis:
a) Excellent=28%
b) Above average =36%
c) Average=26%
d) Below average=4%
e) Poor 6%
Inference:
From the above chart we can conclude that 36% of the employees felt the benefits are above average thus we
can conclude that the organisation can do better so that the employees can feel their benefits are excellent
How would you describe the employment conditions at Nokia Siemens?

Analysis:
a) Excellent =34%
b) Above average =42%
c) Average =12%
d) Below average =6%
e) Poor =6%
Inference:
From the above chart we can conclude that 42% of the employees say that the conditions in nokia is
above average and thus we can conclude that the organisation can do better so that the employees can
feel that the organisation climate is excellent
 14. Would you refer a friend to work here?

Analysis:
a) Yes = 66%
b) No= 34%
Inference:
From the above chart we can see that 66% of the people say that
they will refer their friend thus we can conclude that Nokia does good
thus the employees are interested in referring their friends
your performance evaluation provide feedback to assist you in the performance of yo

Analysis:
a) Yes = 64%
b) No =36%
Inference:
From the above chart we can see that 64% of the
employees say that performance evaluation provide feedback to the
employees thus we can conclude that the organisation has good
performance evalution in the organisation
 16. Are you motivated by your team leader?

Analysis:
a) Yes =70%
b) No =30%
Inference:
From the above chart we can see that 70 % of the
employees say that they are motivated by the team leader and
thus we can conclude that the organisation has good motivating
team leaders
 17. Is the job are having the work load?

Analysis:
a) Yes =90%
b) No =10%
Inference:
From the above chart we can see that 90% of the employees say
that there is no work load in the job and thus we can conclude that the
organisation has no work load and the work is up to the level of the
employees
 18. The satisfaction regarding welfare activities is considered?

Analysis:
a) Yes=60%
b) No=40%
Inference:
From the above given chart we can see that 60 % of the employees feel
that the welfare activates are satisfying and 40 % says that it is not up to the
satisfaction of the employees and thus we can conclude that the organisation satisfy
the employees but it can do better so that all the employees get satisfied with the
welfare activates of the organisation
 19. Are extra benefits enjoyed by the employees after recruitment?

Analysis:
a) Yes =60%
b) No =40%
Inference:
From the above chart we can see that 60% of
employees say that they enjoy the extra benefits in the organisation
thus we can conclude that the organisation can do better so that it
can achieve the goal of giving good benefits to all the employees
 20. What dissatisfied you most in your occupation?

Analysis:
a) Low employment=38%
b) Low income=18%
c) Low status=30%
d) Huge capital investment=8%
e) all the above =6%
Inference:
From the above chart we can see that the thing
that dissatisfies the employees is the low employment in the
organisation thus the organisation can give more jobs to the
employees so that the organisation can get more employees
Findings:
Recruitment process:
•
The organisation has a very good process of recruitment
•The organisation has adopted 5stages of recruitment they are
• Recruitment planning, strategy development, searching, screening,
evaluation and control
•The organisation has both internal and external recruitment
•The organisation consist of a good selection process they conduct preliminary interview and selection
test
•The interview may be formal, informal, non directional, depth , stress, panel, structured, unstructured
•The organisation make a reference check and then only they release the offer
•The organisation provide with an interview assistment sheet to assist the candidate
•The hr manager and the hiring manager conduct the interview for the candidates

Retention activities:
•The organisation provide with a good transport facility with free of cost just to make the employee
happy so that they may retain in the organisation
•Every year the employees get an salary increment based on their performance
•The organisation provide good food with very less money
•The employees get one day leave in a week with 8 hours working per day
•The employees recommends’ their other friends to join the organisation thus we can come to a
conclusion that the organisation has care for the employees
Recommendations:
Though the organisation atmosphere is good but still there
are few things can be made better so that the organisation can run far
better
They are as follows:
•The employees are not high learners so it is difficult for them to clear the
selection test thus sometimes the candidate who are technically good are not able
to enter the organisation so this becomes a loss for the organisation thus the
organisation can make a revised questions based on the ability of the candidates
•Recruitment planning is very good in the organisation but they do not exactly
implement what they have planned and thus few confusion arise thus it is also a
great loss thus the organisation can try to implement the exact plan what they
have set with more care and concern
•At times the employees do not get good job training because the organisation is
concentrating on production and thus they try to make the employees to start
their job without proper training this is also not good activity thus the
organisation can train the employees properly so that they can do well in the
organisation
Bibliography:
REFERENCES:
· HUMAN RESOURCE MANAGEMENT by Cynthia D. Fischer,
Lyle F.
Schoenfeldt, James B. Shaw.
· http://recruitment.naukrihub.com/recruitment-process.htm l
· http://retention.naukrihub.com/retention.htm l
· http://en.wikipedia.org/wiki/Human_resources
· http://en.wikipedia.org/wiki/Human_Resource_Law
· http://www.managementissues.
com/2006/8/24/research/recruitment-retention
THANK YOU
DONE BY
A .PRINCY INFANTA
MBA
SRM EASWARI ENGINEERING COLLEGE
ANNA UNIVERSITY